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Atricle Dump - Customer Service Managers: Are You Going to Make Your Troops March?
When is the last time you worked on a day or evening that you had set aside to do something with your family and went to an appointment or party instead? How did you feel when you were there? Did you feel a little angry for letting the people who are most important in your life down? It's not a great feeling is it?One of the m
“They’re not doing the program, why?”
“They’re waiting for you to tell them THEY MUST DO IT,” I replied.
She did, her people ended their procrastination and avoidance behaviors, and the results were stunning.
The firm’s industry wide customer service ranking
Traditionally, janitorial staffs clean buildings after business hours. But some businesses are realizing a substantial cost savings by allowing cleaning staff to work during daytime hours. Daytime cleaning may require the purchase of quieter vacuums and other specialized equipment; however, the minor up-front investment that is neede
He’d be paid in a manner that is precisely commensurate to his contributions.
He’d happily dispatch himself to work on time because he would appreciate how blissful it is to be well matched to one's job.
As a manager, you wouldn’t have to push him or cajole or entreat him to do his best, because he’d gladly give 100% all of the time, finding joy in challenges, while embracing change.
It sounds like a fairy tale world that I’m painting, doesn’t it?
But how different is this vision from that of organizational development gurus who believe that we can get the best contributions through team-building, fire walking, woodland and seaside retreats, and casual Fridays?
When all is said and done, if people know how you want them to work, and the best ways to get results for customers, then it is their job, as Nike says, to JUST DO IT.
In my experience as an employee, a manager, and a consultant I’ve detected that simply ORDERING people to do their jobs is the last thing most managers wish to do, yet it is necessary.
For example, I designed a major training program for a financial services company. More than 250 people were briefed about the program, taught its mechanics, and were expected to put them to work.
Days passed, and one of the senior managers whispered to me:
“They’re not doing the program, why?”
“They’re waiting for you to tell them THEY MUST DO IT,” I replied.
She did, her people ended their procrastination and avoidance behaviors, and the results were stunning.
The firm’s industry wide customer service rankings
Your logo is the most important graphic element in which you will invest for your business. You should own the logo in many file formats. Having a library of logo files will enable you to send vendors the types of files they need (for example, other designers, printers, or other service providers).There are two major categorie
It sounds like a fairy tale world that I’m painting, doesn’t it?
But how different is this vision from that of organizational development gurus who believe that we can get the best contributions through team-building, fire walking, woodland and seaside retreats, and casual Fridays?
When all is said and done, if people know how you want them to work, and the best ways to get results for customers, then it is their job, as Nike says, to JUST DO IT.
In my experience as an employee, a manager, and a consultant I’ve detected that simply ORDERING people to do their jobs is the last thing most managers wish to do, yet it is necessary.
For example, I designed a major training program for a financial services company. More than 250 people were briefed about the program, taught its mechanics, and were expected to put them to work.
Days passed, and one of the senior managers whispered to me:
“They’re not doing the program, why?”
“They’re waiting for you to tell them THEY MUST DO IT,” I replied.
She did, her people ended their procrastination and avoidance behaviors, and the results were stunning.
The firm’s industry wide customer service ranking
There are many fundraising companies that are out there today, and one of the most well-known and successful of all is the Ready Fundraising Company. They are a fundraising company which began in the year 1909 as the manufacturer of Ready Jell, and this firm is one which supplies and sells fundraising programs to youth groups through
When all is said and done, if people know how you want them to work, and the best ways to get results for customers, then it is their job, as Nike says, to JUST DO IT.
In my experience as an employee, a manager, and a consultant I’ve detected that simply ORDERING people to do their jobs is the last thing most managers wish to do, yet it is necessary.
For example, I designed a major training program for a financial services company. More than 250 people were briefed about the program, taught its mechanics, and were expected to put them to work.
Days passed, and one of the senior managers whispered to me:
“They’re not doing the program, why?”
“They’re waiting for you to tell them THEY MUST DO IT,” I replied.
She did, her people ended their procrastination and avoidance behaviors, and the results were stunning.
The firm’s industry wide customer service ranking
Global Communications feels the pressures of the industries with trying to keep up with its competitors and watching its stock prices fall. Yet the stockholders are giving them a lot of pressure to correct the problem. They need to offer better services than what their competitors are providing to their customers. This paper will
For example, I designed a major training program for a financial services company. More than 250 people were briefed about the program, taught its mechanics, and were expected to put them to work.
Days passed, and one of the senior managers whispered to me:
“They’re not doing the program, why?”
“They’re waiting for you to tell them THEY MUST DO IT,” I replied.
She did, her people ended their procrastination and avoidance behaviors, and the results were stunning.
The firm’s industry wide customer service ranking
Very few people truly understand the hardships of the American trucker. Hollywood portrays them as wild rebels blazing down the highway enjoying their “freedom” as they disappear into the sunset. They are running the loud and mean road machines tearing through the night, fighting to get to their destination. The truth of the matte
“They’re not doing the program, why?”
“They’re waiting for you to tell them THEY MUST DO IT,” I replied.
She did, her people ended their procrastination and avoidance behaviors, and the results were stunning.
The firm’s industry wide customer service rankings shot up to number one from twenty-four, and something even more marvelous occurred.
Employee satisfaction soared, as well. The people who we trained, who had to be forced to roll out the new techniques, got more satisfaction from their jobs. In fact, they topped all departments in employee satisfaction. Before the program started, they were dead last.
DISCIPLINE achieved these results. Sweet-talk and encouragement and appealing to the higher nature of associates didn’t do the trick.
In fact, what are generally considered “enlightened” management practices only spawned co-dependency and regression.
Time and again, I’ve seen this pattern.
The price of leadership is temporary unpopularity. Managers need to forego their rapport with the troops in the greater interest of procuring victory.
Do the right things, achieve winning results, gain recognition as being an elite unit, and you'll rightly earn everyone's respect.
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